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Hear no evil … speak no evil… Diversity training in companies

Diversity training in comapnies, , , , , , ,

Hear no evil … speak no evil… Diversity training in
companies

Hear no evil … speak no evil… Diversity training in
companies

Hear no evil … speak no evil… Diversity training in
companies

Diversity training in companies  offer FLSA update, Supreme Court rules
written AND oral complaints are valid

Diversity training in companies would help an employee, Aziz as he continues to complain about off color jokes during his staff meetings.  Diversity training in companies would explain he feels that his colleagues poke undue fun at his religious head cover. However, week after week, he calmly but directly looks his boss in the eye and reminds him that the jokes are offensive and obviously a show of disrespect for him and his religion. Diversity training in companies would remind his boss that Aziz is clear  in his VERBAL COMPLAINT has an actionable issue.

Next, Aziz’s boss meets with HR to request transfer paper work for Aziz . Diversity training in companies would advise to stop from making a critical mistake. Diversity training in companies would show the boss that  Aziz has been complaining and ready for a formal complaint  The boss believes Aziz is more concerned about his religion than staying on a prestigious project, but diversity training in companies would show the boss that Aziz has a right to his head covering without harassment. Diversity training in companies would alert the boss that a change in hours and project can result in retaliation.
Diversity training in companies  would remind Aziz’s boss that this problem will go on for years behind a Title VII charge. Diversity training in companies would show that  the organization will be on  the hook if the boss and HR allow the transfer to go through.

Diversity training in companies  would remind Human Resources that Aziz has still gone on the record verbally about how he is treated because of his religion.  Diversity training in companies  would show that the boss has set up the organization for a retaliation charge from Aziz. Diversity training in companies will show  the organization how to step in to stop the potential costly chain of events.

Diversity training in companies  should educate that on March 22, 2011, the Supreme Court ruled that written AND oral complaints are valid under the Anti- Retaliation Provision of the Fair Labor Standards Act. Therefore,  diversity training in companies  should teach that oral complaints are actionable and Human Resources now must engage in the “he said…she said” dynamic. As with the other changes in Title VII this year,

Diversity training in companies can be well worth time and effort.

Diversity Training Programs in Companies and EEO Rules Updates

diversity training programs in companies, Uncategorized, , , , , ,

Diversity Training Programs in Companies and EEO Rules
updates

 

Diversity Training Programs in Companies and EEO Rules
updates

 

Diversity Training Programs in Companies and EEO Rules
updates

 

Diversity training programs in companies which include EEO
rules training would keep employers up to date on changing EEO rules. Since the
beginning of 2011, there have been five major cases decided at the Supreme
Court level which could be the subject of diversity training programs in
companies . Diversity training programs in companies should update staff on
changes in retaliation definition and the legality of oral complaints.  For example, diversity training programs in
companies would inform management that even an oral complain carries legal
merit. Diversity training programs in companies would also show that “zone of
interest” and common injury in class received major attention in decision. Diversity
training programs in companies can review the Wal-mart case and the American
Stainless case as critical points in rules education.  In short, diversity training programs in
companies are necessary to keep staff and managers up to date on rules changes.
Though many US leaders find that diversity is not a major concern, diversity
training programs in companies would show that workplace discrimination cases
are at an all time high.

 

Diversity training programs in companies need not be dry and
boring. Diversity training programs in companies should be informative and engaging.  Further, diversity training programs in
companies should be up to date and applicable to the client.  For example, diversity training programs in
companies could address age discrimination for organizations with multi-
generational staff.  Diversity training programs
in companies should review the nuances of gender discrimination for a staff
that has such gender diversity.  While many
might think they don’t have the time for diversity training programs in companies
these very diversity training programs in companies can save an organization hundreds
of thousands of dollars.

 

Diversity training programs in companies can also be
supported with up to date texts, such as Unequal Opportunity, a book written
by Patricia Berkly LLC president, Leah Hollis.
The book provides managers with the insight of complainant behavior. As a
result, diversity training programs in companies can rely on this resource to
help organization anticipate problem and minimize the threat.

What’s The Impact?

impacts of corporate diversity training, , , ,

The Impact Of Corporate Diversity Training

 

The Impact Of Corporate Diversity Training On Staff

 

The Impact Of Corporate Diversity Training On Staff By Patricia Berkly LLC

 



The impact of corporate diversity training is usually apathy from those forced to attend. Many see the impact of corporate diversity training as a free day out of work. Corporate diversity training is sometimes used to meet some regulation, but the true impact of corporate diversity training transcends traditional reflection on who endures workplace discrimination.


An adept trainer creates interactive and positive cultural diversity training activities. We all are either born into a protected Title VII class or we age into it at 40. Therefore, the impact of corporate diversity training should be to educate everyone to not only understand each other, but understand the federal regulations which govern every point of the employment process.


The impact of corporate diversity training should not leave the institution aggravated with time lost participating in these cultural training activities. Further, the impact of corporate diversity training should not be a onetime two hour workshop to attempt to fix an organization’s social ills over a fancy Danish. The impact of corporate diversity training should educate and empower all staff members. Such cultural diversity training activities should provide solutions and customized applications of Title VII.


When cultural diversity training activities are recast to embrace all instead of only validating the disenfranchised, the impact of corporate diversity training can indeed help all staff members. Further the impact of corporate diversity training should include a schedule beyond the workshop to include committees, mentoring, and a review of the positive influence on the organizations strategic mission.

	

	
	


							


	

		
				

			Discrimination: Some Unusual Cases
		

		
		

			diversity training consultants, , , 					

	


		

		


Diversity Training Consultants


 


Diversity Training Consultants Patricia Berkly


 


Diversity Training Consultants Patricia Berkly: Discrimination




 


Diversity training consultants should be prepared to deal with the other side of discrimination.  Diversity training consultants should know that women can be just as sexist as men.  Diversity training consultants should realize blacks can be just as prejudiced as whites. Diversity training consultants are best prepared when realizing human nature drives discrimination. When someone is in power and in the position to harass and discriminate, regardless of race or gender, they still break the law.  Diversity training consultants should be aware of the dynamics of bias and prejudice that manifest in all people.  Diversity training consultants should not rule out the possibility of off color comments from any group.






For example, Dr Hollis, one of the diversity training consultants for Patricia Berkly LLC, recently advised a white staff member who was the target of racism and disability discrimination at a predominantly black organization.  In this case, the diversity training consultants should recognize that the staff was denied promotions and funding for her special population; this treatment certainly smacks of disparate treatment. Diversity training consultants, who are trained to understand the basic human nature of bias, can prepare accordingly. Diversity training consultants then are a resource for all, not just the traditional targets of discrimination.






In terms of bullying, diversity training consultants should learn that often women are some of the biggest perpetrators.  Diversity training consultants should not assume that bullies only come in one shape or size.  Instead, diversity training consultants should be prepared and inclusive in their preparation and presentation.  Diversity training consultants have a responsibility to all participants; and diversity training consultants should recognize their own bias and plan for methods to work through such to better serve all in attendance.






Leah Hollis, Founder and President of Patricia Berkly LLC interview women across all demographics.  In turn, the book, Unequal Opportunity, has become a resource for diversity training consultants to consider the issue of race, age, pregnancy, and gender discrimination. Diversity training consultants can use this book as a resource. Diversity training consultants can also refer HR representative to this information to help them avoid discrimination lawsuits.  Diversity training consultants can find the book on amazon.com or barnesandnoble.com.  Diversity training consultants should remain objective and prepared to address the concerns of the entire audience.



	

	
	


							


	

		
				

			Costly Remarks
		

		
		

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Diversity Training Consultants




 








Diversity Training Consultants Patricia Berkly LLC




 


Diversity Training Consultants Patricia Berkly LLC: The Milliren Case




 


Diversity training consultants who inform institutions of EEOC rules updates should coach participants regarding hostile environment. Diversity training consultants can help organizations avoid the complaints and court procedures can stem from constant off color remarks.  Recently, the EEOC has filed a case in regard to Kim Milliren who claims that she faced discrimination during a management training program at Schwan’s Home Service.  Diversity training consultants could have helped the company realize that constant remarks and emails about her gender could result in a formal complaint.  Further, diversity training consultants would also help organizations realize that once Milliren complained, retaliation should become a concern. Diversity training consultants can be valuable assets, and a fraction of the cost of defending a case in court.






Diversity training consultants also should consider another aspect of this case, the performance.  Diversity training consultants who offer EEO rules training should inform managers to document everything regarding to performance. Diversity training consultants who focus on the EEO laws can guide organizations through critical procedures in diversity management.  With the proper documents, diversity training consultants would help this organization keep proper files on all employees to defend the charge that the Milliren’s poor performance was occurring after her complaint, thus making it retaliation.






Diversity training consultants who provide proper support find themselves as an invaluable asset.  Diversity training consultants can provide services that not only support an environment and inclusion, but also assist management is proper diversity management.  Diversity training consultants who assist with diversity management be a proactive solution to managers who need to stay updated on the EEO rules and avoid the costly distractions generated by discrimination law suits.






There are other critical points in the Milliren case that diversity training consultants should consider in working with EEO rules training.  There are questions about the statue of limitations, which in this case was 300 days. Diversity training consultants can also review Milliren’s charge of systemic sexism.  Lastly, diversity training consultants would inform all parties that there are no winners.  As this case was just filed July 2011, diversity training consultants can also work with managers during the months or even years that this case grinds on.  Often if one person is complaining, several others might feel the discrimination at the hands of the same manager.  There is always work for the diversity training consultants.